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PLEASE READ THIS FIRST SECTION A: EMPLOYER DETAILS & INSTRUCTIONSPURPOSE OF THIS FORM

This form enables employers to comply with Section 21 of the Employment Equity Act 55 of 1998.

This form contains the format for employment equity reporting by employers to the Department of Labour. Both small employers (i.e. employers employing fewer than 150 employees) and large employers (i.e. employers employing 150 or more employees) are required to use this form.

Those employers who are not designated, but wish to voluntarily comply, must also use this reporting form.

Although all sections of this form apply to large employers, small employers are not required to complete Section F of the form.

WHO SHOULD COMPLETE THIS FORM?

All designated employers that have to submit a report in terms of the Employment Equity Act, 55 of 1998. Employers who wish to voluntarily comply with the reporting requirements of the Act are also required to complete this form.

WHEN SHOULD EMPLOYERS REPORT?

Large employers must submit their first report within six months of being designated, and thereafter annually on the first working day of October; and small employers must submit their first report within twelve months of being designated, and thereafter on the first working day of October of every year that ends with an even number.

ESSENTIAL REQUIREMENTS

Large employers, i.e. employers with 150 and more employees, must complete the entire EEA2 reporting form. Small employers, i.e. employers with fewer than 150 employees, must only complete areas of the EEA2 form that apply to them.

Guidance to overcome difficulties in order to complete the form properly must be obtained from the Department prior to completing and submitting the report.

SEND TO:

Employment Equity RegistryThe Department of LabourPrivate Bag X117Pretoria 0001

Online reporting: www.labour.gov.zaHelpline: 0860101018

Trade name University of PretoriaDTI registration name N/ADTI registration number N/APAYE/SARS number 7040/13424UIF reference number 1368908EE reference number 7163Seta classification Education, Training and Development

Practices SETAIndustry/Sector Higher EducationTelephone number 012-420 4111Fax number 012-420 4555Email address [email protected] address University of Pretoria

PretoriaPostal code 0002City/Town PretoriaProvince GautengPhysical address Lynwood Road

HillcrestPostal code 0002City/Town PretoriaProvince GautengDetails of CEO at the time of submitting this report

Name and surname Professor CM de La Rey – Vice-Chancellor and Principal

Telephone number 012-420 2900Fax number 012-420 4530Email address [email protected] of Employment Equity Senior Manager at the time of submitting this report

Name and Surname Professor AM de Klerk - Executive Director

Telephone number 012-420 3530Fax number 012-420 3696Email address [email protected] type Private Sector National Government Local Government Non-profit Organization

Parastatal Provincial Government x Educational Institution

Information about the organization at the time of submitting this reportNumber of employees in the organization x 150 or moreIs your organization an organ of State? Yes

Is your organisation part of a group / holding company?If yes, please provide the name.

No

________________________________________

Date of submitting this report __________________DD / MM / YYYY

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Please indicate below the period the report covers (in the case of large employers the preceding twelve months and for small employers twenty-four months, except for first time reporting where the period may be shorter):

From (date): _01/__07/_2010_________ To (date): 30/06_/2011DD / MM / YYYY DD / MM / YYYY

Please indicate below the duration of your current employment equity plan:

From (date): 01/07/2009 To (date): 30/06/2012DD / MM / YYYY DD / MM / YYYY

Please read this firsta. The method of reporting should remain for the period of the plan, and must be consistent from

reporting period to reporting period. b. Employers must refrain from leaving blank spaces or using a dash (-) when referring to the

value “0” (Zero) or the word “No”. All relevant areas of the form must be fully and accurately completed by employers. Designated employers who fail to observe this provision will be deemed not to have reported.

c. “Temporary employees” mean workers who are employed to work for three consecutive months or less.

d. The Numerical goal is the workforce profile the employer projects to achieve at the end of the employer’s current employment equity plan (EE Plan). The numerical goals of the employer must be the same for the entire duration of the EE Plan.

e. The Numerical target is the workforce profile the employer projects to achieve by the end of the next reporting period.

f. Large employers, i.e. employers with 150 and more employees, must complete the entire EEA2 reporting form. Small employers, i.e. employers with fewer than 150 employees, must only complete areas of the EEA2 form that apply to them. Areas that only apply to small employers shall be made available by the Department of Labour in a separate form as well.

g. The alphabets “A”, “C”, “I”, W”, “M” and “F” used in the tables have the following corresponding meanings and must be interpreted as “Africans”, “Coloureds”, “Indians”, “Whites”, “Males” and “Females” respectively.

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SECTION B: WORKFORCE PROFILE AND CORE & SUPPORT FUNCTIONS

1. WORKFORCE PROFILE1.1 Please report the total number of employees (including employees with disabilities) in each of the following

occupational levels: Note: A=Africans, C=Coloureds, I=Indians and W=Whites

Occupational Levels Male Female Foreign Nationals TotalA C I W A C I W Male Female

Top management 1 0 0 5 1 1 0 2 0 0 10Senior management 2 1 1 19 0 0 0 5 0 0 28Professionally qualified and experienced specialists and mid-management 37 13 10 348 14 4 11 204 10 1 652Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents 287 26 19 591 373 85 57 1407 51 23 2919Semi-skilled and discretionary decision making 311 2 0 20 131 5 0 20 3 2 494Unskilled and defined decision making 46 0 0 6 18 1 0 0 0 0 71TOTAL PERMANENT 684 42 30 989 537 96 68 1638 64 26 4174Temporary employees 227 9 21 559 194 11 25 582 65 57 1750GRAND TOTAL 911 51 51 1548 731 107 93 2220 129 83 5924

1.2 Please report the total number of employees with disabilities only in each of the following occupational levels: Note: A=Africans, C=Coloureds, I=Indians and W=Whites



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2. Core Operation Functions and Support Functions by Occupational Level

A job could either be a Core operation function or a Support function. Core operation Function positions are those that directly relate to the core business of an organization and may lead to revenue generation e.g. sales production, etc. Support Function positions provide infrastructure and other enabling conditions for revenue generation e.g. human resources corporate services etc.

2.1 Please indicate the total number of employees (including people with disabilities), that are involved in Core Operation Function positions at each level in your organization only. Note: A=Africans, C=Coloureds, I=Indians and W=Whites



2.2 Please indicate the total number of employees (including people with disabilities), that are involved in Support Function positions at each level in your organization. Note: A=Africans, C=Coloureds, I=Indians and W=Whites



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SECTION C: WORKFORCE MOVEMENT

3. Recruitment3.1 Please report the total number of new recruits, including people with disabilities. Note: A=Africans, C=Coloureds,

I=Indians and W=Whites



4. Promotion4.1 Please report the total number of promotions into each occupational level, including people with disabilities. Note:

A=Africans, C=Coloureds, I=Indians and W=Whites



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5. Termination

5.1 Please report the total number of terminations in each occupational level, including people with disabilities. Note: A=Africans, C=Coloureds, I=Indians and W=Whites



5.2 Please report the total number of terminations, including people with disabilities, in each termination category below. Note: A=Africans, C=Coloureds, I=Indians and W=Whites

Terminations Male Female Foreign Nationals TotalA C I W A C I W Male Female

Resignation 61 4 10 79 59 12 10 120 9 11 375

Non-renewal of contract 363 18 39 928 295 23 36 929 109 99 2839

retrenchment – Operational requirements 0 0 0 0 0 0 0 0 0 0 0

Dismissal - misconduct 2 0 0 0 2 0 0 1 0 0 5

Dismissal - incapacity 0 0 0 0 0 0 0 0 0 0 0

Retirement 9 0 0 16 7 0 0 24 0 0 56

Death 9 2 0 6 4 0 0 9 0 0 30

TOTAL 444 24 49 1029 367 35 46 1083 118 110 3305

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SECTION D: SKILLS DEVELOPMENT

6. Skills Development

6.1 Please report the total number of people from the designated groups, including people with disabilities, who received training solely for the purpose of achieving the numerical goals, and not the number of training courses attended by individuals. Note: A=Africans, C=Coloureds, I=Indians and W=Whites

Occupational Levels Male Female TotalA C I W A C I W

Top management 2 0 2 0 0 0 0 3 7

Senior management 10 5 3 1 4 0 2 20 45

Professionally qualified and experienced specialists and mid-management

89 19 13 0 131 25 29 509 815

Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents

159 11 6 3 104 7 4 140 434

Semi-skilled and discretionary decision making

73 5 0 1 158 34 15 269 555

Unskilled and defined decision making 83 0 0 0 24 0 0 1 108

TOTAL PERMANENT 416 40 24 5 421 66 50 942 1964

Temporary employees 9 0 0 0 8 0 0 16 33

GRAND TOTAL 425 40 24 5 429 66 50 958 1997

6.2 Please report the total number of people with disabilities only who received training solely for the purpose of achieving the numerical goals, and not the number of training courses attended by individuals. Note: A=Africans, C=Coloureds, I=Indians and W=Whites

Occupational Levels Male Female TotalA C I W A C I W

Top management 0 0 0 0 0 0 0 0 0

Senior management 0 0 0 1 0 0 0 0 1


0 2 0 0 0 0 0 12 14


0 0 0 3 6 0 0 0 9


2 0 0 1 0 0 0 8 11

Unskilled and defined decision making 0 0 0 0 4 0 0 0 4

TOTAL PERMANENT 2 2 0 5 14 0 0 20 39

Temporary employees 0 0 0 0 0 0 0 0 0

GRAND TOTAL 2 2 0 5 14 0 0 20 39

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SECTION E: NUMERICAL GOALS & TARGETS

7. Numerical goals

7.1 Please indicate the numerical goals (i.e. the workforce profile) you project to achieve for the total number of employees, including people with disabilities, at the end of your current employment equity plan in terms of occupational levels. Note: A=Africans, C=Coloureds, I=Indians and W=Whites:


Top management 2 0 0 6 1 1 0 0 0 0 10

Senior management 3 1 1 18 0 0 0 9 0 0 32


27 13 9 329 14 10 10 176 23 8 619


265 30 16 495 387 85 63 1218 57 50 2666


331 3 0 11 148 3 0 17 0 0 513

Unskilled and defined decision making 54 0 0 2 38 0 0 0 0 0 94

TOTAL PERMANENT 682 47 26 861 588 99 73 1420 80 58 3934

Temporary employees 187 13 7 236 161 27 20 389 22 16 1078

GRAND TOTAL 869 60 33 1097 749 126 93 1809 102 74 5012

7.2 Please indicate the numerical goals (i.e. the workforce profile) you project to achieve for the total number of employees with disabilities only at the end of your current employment equity plan in terms of occupational levels.


Top management 0 0 0 1 0 0 0 0 0 0 1



0 1 0 13 1 0 0 1 0 0 16


3 1 1 10 2 1 1 27 2 0 48


1 0 0 2 2 1 0 0 0 0 6


TOTAL PERMANENT 6 2 1 28 6 2 1 28 2 0 76


GRAND TOTAL 6 2 1 29 6 2 1 29 2 0 78

8. Numerical targets

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8.1 Please indicate the numerical targets (i.e. the workforce profile) you project to achieve for the total number of employees, including people with disabilities, at the end of the next reporting in terms of occupational levels. Note: A=Africans, C=Coloureds, I=Indians and W=Whites


Top management 2 0 0 6 1 1 0 0 0 0 10



27 13 9 329 14 10 10 176 23 8 619


265 30 16 495 387 85 63 1218 57 50 2666


331 3 0 11 148 3 0 17 0 0 513


TOTAL PERMANENT 682 47 26 861 588 99 73 1420 80 58 3934


GRAND TOTAL 869 60 33 1097 749 126 93 1809 102 74 5012

8.2 Please indicate the numerical targets (i.e. the workforce profile) you project to achieve for the total number of employees with disabilities only at the end of the next reporting period in terms of occupational levels. Note: A=Africans, C=Coloureds, I=Indians and W=Whites


Top management 0 0 0 1 0 0 0 0 0 0 1



0 1 0 13 1 0 0 1 0 0 16


3 1 1 10 2 1 1 27 2 0 48


1 0 0 2 2 1 0 0 0 0 6


TOTAL PERMANENT 6 2 1 28 6 2 1 28 2 0 76


GRAND TOTAL 6 2 1 29 6 2 1 29 2 0 78

SECTION F: MONITORING & EVALUATION (This section is not applicable to small employers)

9. Disciplinary Action

9.1 Disciplinary action: (report the total number of disciplinary actions during the twelve months preceding this report). Report on formal outcomes only. Note: A=Africans, C=Coloureds, I=Indians and W=Whites

DISCIPLINARY ACTION

Male Female Foreign Nationals TotalA C I W A C I W Male Female

9 0 0 5 3 0 0 4 0 0 21

10. Awareness of Employment Equity

10.1 Please indicate which of the following awareness measures were implemented by your organization:

Yes No No. of employees covered

Formal written communication 5924

Policy statement includes reference to employment equity 5924

Summary of the Act displayed 5924

Employment Equity training √

38

Diversity management programmes √

417

Discrimination awareness programmes 38

11. Consultation

11.1 Please indicate which stakeholders were involved in the consultation process when developing and implementing your employment equity plan and when preparing this Employment Equity Report:

Yes NoConsultative body or employment equity forum

Registered trade union (s)

Employees

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12. Barriers and affirmative action measures

12.1Please indicate in which categories of employment policy or practice barriers to employment equity were identified. If your answer is ‘Yes’ to barriers in any of the categories, please indicate whether you have developed affirmative action measures and the timeframes to overcome them.

CategoriesBARRIERS AFFIRMATIVE

ACTION MEASURESTIMEFRAME FOR IMPLEMENTION

OF AA MEASURESYES NO YES NO START DATE END DATE

Recruitment procedures NO

Advertising positions NO

Selection criteria NO

Appointments NO

Job classification and grading NO

Remuneration and benefits NO

Terms & conditions of employment NO

Job assignments NO

Work environment and facilities YES YES 01 July 2010 30 June 2011

Training and development NO

Performance and evaluation NO

Promotions NO

Transfers NO

Succession & experience planning YES YES 01 July 2010 30 June 2011

Disciplinary measures NO

Dismissals NO

Retention of designated groups NO

Corporate culture YES YES 01 July 2010 30 June 2011

Reasonable accommodation NO

HIV&AIDS prevention and wellness programmes

YES YES 01 July 2010 30 June 2011

Appointed senior manager(s) to manage EE implementation

NO

Budget allocation in support of employment equity goals

NO

Time off for employment equity consultative committee to meet

NO

13. Monitoring and evaluation of implementation

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13.1How regularly do you monitor progress on the implementation of the employment equity plan? Please choose one.

Weekly Monthly Quarterly YearlyYES

13.2Did you achieve the annual objectives as set out in your employment equity plan for this period?

Yes No Please explainNo Institutional objectives relating to organizational culture has not yet

been achieved, This is an important transformational domain. Institutional culture is a term that embraces a range of issues relating to the “way that things are done”, some recorded in writing, but many simply “understood”: manners, customs, traditions, etc. that are passed on from generation to generation. As pointed out in the Soudien Report, these have been identified as likely critical factors in ensuring the retention of students and staff from the designated groups. It needs to be noted that at the Faculty of Veterinary Sciences a pilot institutional culture survey was completed recently. The outcome of this study will now be discussed with all relevant stakeholders. An institutional wide culture survey, which will improve the link between institutional culture and transformation policies, has been approved for the entire institution. Following from the latter an institutional culture survey is now being completed and the analysis thereof will follow.

No Implementation of specific succession and career planning strategies at UP. The following of succession and career planning has been completed to date. (1) Drafting of the establishment of a steering committee group and proposed framework – Completed in September 2010. (2) Submission of proposed framework for approval – Completed November 2010. (3) Determine responsibility for driving of career and succession planning strategies at UP – Completed June 2011. (4) Determine critical key positions ad identify expected vacancies within the next 5 years in key positions due to attrition, retirements, contract expires – Completed June 2011. It is expected that the roll out of the above will commence in 2012

No Progress with regard to HIV and Aids workplace policy and program. UP revised its HIV and AIDS workplace policy for staff. Unions provided their input as well as input from the Faculty of Law and UP Gender Unit. Submission will be forwarded to the Executive after all stakeholders have concluded their input. The HIV and AIDS workplace programme has been drafted. This draft program will be presented to internal stakeholders for comments and be submitted to the Executive. An awareness initiative took place on World Aids Day in collaboration with the Centre for the Study of Aids took place in December 2010 in the form of Road Shows. An Employee Assistance Programme is available for staff for counseling as well as HIV & AIDS related counseling.

An institutional corporate wellness program has also been approved for implementation by the Executive which consists of four elements: (a) Health risk Assessment (b) Intervention plans based on outcomes of the (HRA). (C) Continued HRA for new employees coupled to induction program and, (d) Rewards for individual and for groups.

SECTION G: Signature of the Chief Executive Officer

Chief Executive Officer

I hereby declare that I have read, approved and authorized this report.

Signed on this ______day of ________________year ____________

At place: _________________________________________________________

_____________________________________Chief Executive Officer (Full Name)

_____________________________________Chief Executive Officer (Signature)

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